Inclusive Leadership: From Individuality and Connection to Learning Together
Inclusive leadership isn’t about perfect answers or flawless role models—it starts with courage. The courage to admit that you don’t know everything yet, to share your mistakes, and to learn together with your team. Because true inclusion isn’t created by tools or policies alone, but by leaders who make room for both individuality and connection. In this blog, you’ll discover why vulnerability and continuous reflection are the keys to a truly inclusive leadership culture.
We regularly write about different ways, tips, and tools to make your organization more inclusive. After all, we know that an inclusive organization is an organization that thrives. Diversity and inclusion ensure that employees are happy and healthy, while also delivering business benefits. However, tips and tools alone are not enough; someone must be willing to put these resources into practice. We are on the hunt for the inclusive leader.
What is inclusive leadership?
An inclusive leadership style means that, as an employer, manager, or supervisor, you strive to promote inclusion within the teams under your responsibility. As a leader committed to inclusion, you aim to foster a work culture in which diversity is viewed as an asset and everyone is treated as equals. Every colleague is seen as a unique employee and is able to fulfill their potential in a safe work environment.
According to the fact sheet from Leiden University (n.d.), inclusive leadership is therefore about striking a balance between employees’ individuality and their sense of connection. An organization that does not invest in fostering a sense of connection among employees will only have individuals who hold positions because they fit their specific background, but these people are not part of the team—if there is even a sense of teamwork to begin with. An organization that does not value individuality has a strong culture into which all employees must fit, causing them to make concessions about themselves, which means you cannot reap the benefits of diversity.
Big, fancy words: individuality, connection, inclusion—who wouldn’t want that? But how do you become that kind of inclusive leader?
A culture of imperfection
Ideally, we’d love to share a straightforward step-by-step plan here: just follow the ABCs, and you’ll excel at inclusive leadership within a year. Unfortunately, it’s not that simple. Of course, in our blogs we share plenty of resources that can help you take steps toward inclusion. But what you do doesn’t automatically translate into how you—and the organization—actually operate.
Of course, there are lists, such as the six traits that inclusive leaders are said to possess according to research by Juliet Bourke (HBR, 2019). Inclusive leaders are: visibly committed, humble, aware of their biases, curious about others, culturally intelligent, and skilled at collaboration. These are admirable qualities, but what if you aren’t (yet)? What if you don’t naturally possess these inclusive leadership skills? Just looking at the trait “aware of biases,” we can see that these are qualities you aren’t necessarily born with. Inclusive leadership starts with the willingness to change, being aware that you still have room to grow in this area, and sharing this with those around you.
The crux of inclusive leadership lies, in particular, in sharing your growth. You’re probably reading this blog because you’re already interested in inclusion, so you’re already consciously working toward change because you want to. But someone who cares deeply about inclusion and reads a blog doesn’t automatically provide inspiring leadership. Leadership only truly emerges between you and your team. How can you take the lead in a way that gets your team excited about inclusion and influences the culture? By sharing! Not your perfect example, because what’s more demotivating than someone who can already do everything while you’re just starting to acknowledge your own shortcomings? Or someone who tells colleagues exactly how to do things? Such an attitude can actually create resistance. Instead, share your struggles, failures, and attempts to try again, so that you foster a work culture of learning.
Let's Reflect Together
Learning something new means practicing and making mistakes—for everyone, including you as a leader and your colleagues—so show them that it’s okay to stumble and get back up again. A good tip might be to consciously ask about this and start a conversation about the discomfort that comes with shifting toward an inclusive mindset. Share an example of what you ran into that week, ask what they learned this week, where they went wrong, and how they view that now. Reflecting on the situation is more important in this process than whether someone did something right or wrong.
Our brains work very quickly and associatively; they’re designed to minimize effort, so breaking old habits is incredibly difficult. Whether you’re the director of a large NGO, a board member of an organization that researches diversity, or working behind the counter at a library, it’s only through consistent practice that you’ll master your brain and inspire those around you to do the same.
Conclusion
We know that inclusive leadership is of great importance, but we also know that it takes a lot of trial and error to truly implement it effectively. Take your work environment into account and foster a culture where you can learn and reflect together.
Looking for a good conversation starter? Take the self-assessment by Dr. Tanachia Ashikali of Leiden University in their fact sheet. Want to learn more? You can also take a training course on Inclusive and Connective Leadership at Colourful Development.
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